Certified in Organizational Effectiveness Practices

Functional Expertise to lead HR transformation

While hiring, developing and managing employees are important elements of the employee life cycle, creating an enabling work environment is equally important to build a high performing organization. The topics in this module address popular interventions such as change management and team effectiveness, as well as, lesser-known but highly impactful interventions such as work design.

Benefits

1. Lead efforts to support and sustain organizational change.2. Optimize team performance through diagnosis and adopting practices of high-impact teams.3. Take accurate and effective actions to promote employee engagement.4. Enhance the motivational power of work through work redesign efforts.

Audience

This product is best suited for those who have responsibilities in the areas of change management, team effectiveness, employee engagement, and creating a supportive work culture.1. HR generalists/business partners/managers2. Talent management consultants3. Organizational development professionals

This courseware is designed, keeping in mind with the needs of talent management professionals to learn the material and maximize it in their work projects. Users have access to the HCG Learning Management Platform where they can access the courses listed below. Lessons include case studies, step-by-step guides, evidence-based models, webinars, projects, quizzes, and mentor support. Additionally, users have access to job aids and worksheets, which they can readily utilize in their work projects. Read about our success methodology►​

Talent management (TM) is a systematic approach that more effectively aligns the resources of employees and potential employees with the needs of the business. When effective it helps address employee needs and enhances the work environment by promoting employee effectiveness.

description

In this course, participants gain an understanding of how talent management systems can create better organizations, better talent, and a better career. They gain knowledge of what talent management is, how organizations benefit from talent management, characteristics of a high impact integrated talent management system and industry practices in talent management. The course highlights the benefits and costly consequences of not focusing on TM practices.

In this course, participants build the capability to:

conduct a TM system effectiveness audit

identify opportunities for integrating TM practices to meet a business need

assist in the recruitment of evidence-based TM professionals

identify gaps in TM practices compared to industry benchmarks

Tools

This course gives participants access to various tools and worksheets, including:

TM System Effectiveness Audit

Industry Specific TM Practices

Organizational Culture and Change Management

Global competition, new markets, and disruptive technologies are just a few elements that create a need for change. Change management refers to the practices that help adapt to internal and external forces which threaten organizational growth and sustainability.

description

In this course, participants will learn about practices that minimize resistance and sustain change. It includes learning the material on the steps involved in change management, and requirements to prepare leaders to lead change. The participant will also learn how to measure climate and culture, and how to change organizational culture. The course will present a validated change management model and evidence on what works in change management. Finally, participants will learn to evaluate the impact of change and create an action plan for continued improvement.​

In this course, participants build the capability to:

recognize the signs when changing management is required

assess climate and culture related barriers to change

lead a conversation on the options to culture change

support the process to define the change purpose

support the identification of risks associated with the change process

lead /support the change process to prepare for the change

identify the sources of resistance to change and prepare to address the resistance

prepare leaders to lead change

play the role of a change agent

support the change team in anticipating the trajectory of change and prepare to overcome obstacles and dips in performance

create a plan to communicate the change

lead efforts to evaluate the impact of change and create an action plan for continued improvement

Tools

This course gives participants access to various tools and worksheets, including:

Instrument to Assess Organizational Climate

Guide on Assigning Roles and Responsibilities to the Change Team

Current State and Future State Analysis - Interview Questions

Gap Analysis Template

List of HR Competencies to Support Change

Sample Change Communication Plan

Steps in Implementing Total Organizational Change

Taxonomy of Organizational Risks

Tools for Spotting Change Implications

Team Effectiveness

Team effectiveness refers to the process of diagnosing teams or structuring new teams for increased efficiency and effectiveness. It involves addressing team processes such as backup behaviors, mutual sharing and team mental models. Team effectiveness can also be promoted through appropriate selection and training of team members and team leaders.

description

In this course, participants will learn about the validated models of team formation and characteristics of high impact teams. They will also learn to conduct a team diagnosis and the steps required to promote team effectiveness. This course includes materials on the characteristics of virtual teams, self-managed teams and the impact of team diversity on team effectiveness.​

In this course, participants build the capability to:

help conduct a team diagnosis

advise a team on improving their effectiveness

support the formation of a new team

assist in the selection of team members

identify an appropriate type of team training

assist in the design of team training

evaluate the effectiveness of a team

Tools

This course gives participants access to various tools and worksheets, including:

Guidance for Selecting the most Appropriate Team Training Intervention

An Instrument to Conduct a Team Diagnosis

Guidance for Defining and Assigning Team Roles

A Team Leader Skills Questionnaire

Employee Engagement

Experts define engagement as a positive attitude held by employees towards their work and their organization. It creates a feeling of enjoyment and motivation leading to increased productivity.

description

In this course, participants will learn about the scientific basis of employee engagement and the outcomes it drives. Through steps, tools, examples and case studies, participants will learn to recognize the signs that point to the need to address employee engagement. They will also become equipped to identify the actions required to create an engaged workforce.​

In this course, participants build the capability to:

guide the organization in building an accurate understanding of employee engagement

support market campaigns and communication efforts to build awareness about employee engagement

support efforts to design studies to measure employee engagement

support the data collection, data analysis and interpretation of employee engagement studies

identify interventions to close gaps in employee engagement

evaluate employee engagement programs

Tools

This course gives participants access to various tools and worksheets, including:

Employee Engagement Assessments

Guide to Defining Employee Engagement in the Context of the Organization

Tool to Draw Conclusions from the data and Build a Case for Employee Engagement

Sample Data Interpretation and Action Planning Guide

Employee Experiences Survey

Employee Experiences Survey Scoring Sheet

Employee Engagement Interview Guide

Work Design

Work design or job design is the process of structuring jobs to satisfy the motivational needs of employees while optimizing work outcomes. Jobs are the foundation of a business process and the building blocks of an organizational structure.

description

In this course, participants will learn about models of work design, when work design is an option and how organizations can benefit from work design. Additionally, they will learn about different types of work design and the steps in designing and redesigning work. Participants will also learn the strategies to effectively implement new job design by incorporating changes in the performance management system and designing effective reward systems. The course includes special topics on teamwork and improving quality of work-life, and case studies​

In this course, participants build the capability to:

Guide conversations on the motivating potential of work design interventions

Help managers select between work design options

Design flexible work options

Help managers and incumbents focus on the work dimensions that promote work motivation

Perform the steps in designing work

Conduct an evaluation of the work design process and outcomes

Conduct work design options for individuals and teams

Tools

This course gives participants access to various tools and worksheets, including:

Job Enlargement Template

Job Enrichment Template

Job Rotation Tool

Job Rearrangement Tool

Job related Challenges Tool

Questions to Consider when Redesigning or Creating New Jobs

Identify the best Job Design Option - Guide

Dreyfus Model of Skill Level

Job Leveling Matrix

Work Design-Needs Analysis Guide

Work Design Options Guide

This learning and certification package includes the training segments and a certification exam.

Certification Requirements

​1. Complete the learning segments listed in the training tab, including the accompanying mandatory webinars, and quizzes.

2. ​Complete projects achieving minimum score of 70%

3. Comprehensive Exam

Take a comprehensive exam covering the five topics and achieve a minimum score of 70%. - Computer-Based Testing (CBT)- Multiple-choice questions selected based on expert panel evaluations

All certifications are valid for 3 years. To maintain the certification credentials, you must stay current in this area of expertise, build upon your knowledge, and grow as a professional in your field. Recertification requires retaking the exam.